Please note that on 11/21/23, the url for the MyNJ portal changed. If your browser was autofilling your login credentials on the myNJ login page, you will need to make sure you know your username and password the first time you login after November 21st.
If you need to retrieve your login credentials, please follow directions found on this page to show your username and password in your browser’s password manager.
The PAR (Performance Assessment Review) is the performance review system used for all classified employees. PAR provides an excellent opportunity for an employee and their supervisor to communicate about job performance, job satisfaction, and plans for the employee's future performance.Performance management, through the PAR program, is used to define, assess, and enhance employee performance and operational outcomes.It helps employees understand organizational goals and their role in achieving those goals and serving the University.
All ePARs for Stockton classified employees are conducted through the NJ state ePAR (Electronic Performance Assessment Review) system. Please follow the directions in the Self Registration document below to gain access to the system.
If you have questions about the ePAR process please contact Tristan Stoltzfus at Tristan.Stoltzfus@stockton.eduor at 609-626-4384 (x 5822).
ePAR help desk: phone - 609-777-2225; email: ePARHelp@csc.nj.gov
ePAR Self Registration- you will need an Employee ID number provided by HR to complete the registration. Please contact Tristan at 5822 for your number.
If you review the assessment objectively and feel it is off base, write a rebuttal or provide comments on your performance appraisal. State clearly why you disagree with the evaluation. A rebuttal aims to add a permanent record to your review.
Only examine an employee's most recent performance.
Instead, focus your reviews for employees on their actions during the entire review period and identify trends between previous cycles to get a better picture of their development.
"Thank you for recognizing my efforts. Your positive feedback motivates me to continue improving and contributing to the team's success." "I appreciate your feedback. It's been a pleasure working on these projects, and I'm glad to see they've had a positive impact."
Talk about your experience in the workplace and mention any questions or concerns you may have about day-to-day tasks. Employers often appreciate insight into individual employee experiences so they can adjust their expectations and goals to better fit their needs.
Never discuss personality traits—especially negative ones. You can say, “You have a fabulous attitude.” But saying, “Your attitude isn't great” focuses on personality, not performance. Maybe your employee does have a bad attitude.
For example, you could write a sentence like, "I am concerned about the fact that my performance review states I've been tardy 10 times in the past month when in truth, I was only tardy three times. I hope we can work together to figure out this discrepancy with my time card."
Performance appraisals can sometimes have a way of bringing issues to the surface and in the event of a strained or tense employee-manager relationship, HR will need to step in and be that advocate for fairness once again.
Try to be as specific as possible to highlight your unique value. Describe specific tasks and projects you completed that contributed to your overall success. You may also want to discuss your progress within the context of the company's mission and goals.
Make sure you reference your accomplishments in your review and highlight what you did well. For areas that need improvement, provide additional context for any questions you think your manager might ask, and share any details about how you approached a project or situation that shed light on its outcome.
Introduction: My name is Rueben Jacobs, I am a cooperative, beautiful, kind, comfortable, glamorous, open, magnificent person who loves writing and wants to share my knowledge and understanding with you.
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